Leave
without pay for a serious health condition that makes the employee unable to
perform the functions of the employee’s position.Employee must have completed the equivalent of 6 months full-time
employment or completion of their initial probationary period with the
State of Michigan
when the leave is granted.See Civil Service Regulation 2.03(4.D) Leave of
Absence without Pay

Medical / Maternity Leave of Absence
– Employee:

Upon delivery, the employee is allowed to
use 6 weeks of sick leave after a
normal delivery or 8 weeks after a C-Section, unless her physician indicates
that either the baby or she is experiencing health complications that do not
permit her return to work in which case a new CS-1806 (medical certification) and Leave of Absence Application for FMLA, Medical, and
Parental Leavesmust be submitted.If employee does not have sick leave to
cover this time, she could receive long-term disability (LTD) benefits after
the 14 day waiting period; otherwise her LTD plan (if covered) will be
effective either after the 14-day waiting period or exhaustion of sick leave which ever occurs last.If employee has FMLA weeks left, this time will count under the FMLA
entitlement (Family and
Medical Leave Act (FMLA).

The Application
(page 1) must be completed even though you may be using sick/annual leave
hours and will remain on the payroll.Failure to submit the Application (page 1) will result in your absence
without proper approval and you may be
separated from state employment.

The
CS-1806 (medical certification) form
will need to be completed by your physician.To ensure confidentiality of
your medical information, you may submit the CS-1806 directly to the Office of Human
Resources (fax # 517-373-6526).

Note: OHR is NOT responsible for sending CMI any
medical information to extend your LTD benefits. CMI does NOT send any
information to OHR for your initial leave or to extend your leave. (See LTD Information)

Timekeeping:

It is the responsibility of the employee to notify their
supervisor and timekeeper of their Leave of Absence, indicating how many
hours of sick leave, annual leave, etc. they wish to use during their leave.The FM (e.g. FMSL) hours types must be used
in DCDS for FMLA-approved leave of absences.

Parking/Third-Parties:

·Notify the Parking Office prior to your leaving to cancel your payroll deduction (if
you will be going off payroll) while you are on leave; and notify any other
payroll deduction that needs to be put on hold.

·You must provide your supervisor with a doctor’s
statement releasing you to return to work on a specified date AND without restrictions.

·This statement MUST
BE submitted on the day of your return.

·Your supervisor must IMMEDIATELY notify OHR of your
return AND forward the doctor’s release so you can be reactivated on payroll
timely.

If
you are returning to work WITH restrictions:

·At least five (5) days prior to your return you are
required to provide your supervisor with a detailed doctor’s statement with
the restrictions (such as what duties you are able to perform, for how many
hours per day, the time period of restricted work – from and to), and the
date of return to full duties.

·A review of the needed temporary accommodations has to
be done, and approval has to be
granted before you return to work.

·Temporary reasonable
accommodations are generally granted for a maximum of 6 weeks.Any additional time may be granted based on
an individual basis and proof of verifiable medical information that you
would be able to resume your full schedule and perform the essential
functions of your position while you are at work.

Insurance Coverage:

·Your insurance coverage from payroll deductions will
begin the FIRST day of the pay
period in which you return to work.

·You are responsible to check your pay statements or
Self-Service each pay period to ensure that all insurances have been
reactivated and appropriate insurance and other deductions are being taken.

Medical Layoff:

An
unpaid medical leave (off the payroll) will count against an employee’s
entitlement of 6 months leave within a 5 year period.

•UAW employees with over 20 years may be entitled up to one
year leave (Please refer to applicable Collective Bargaining Agreements to
determine individual entitlements).

•NERES and Limited Term employees are not eligible for medical layoff.

•Refer to union contract for layoff and recall rights.

•Note: An employee may have exhausted their Bargaining
Unit rights but still be eligible for FMLA leave.